1-63.SOCIAL-BELONGING—The social, orbelonging, level concerns the need to be liked and wantedby family, friends, coworkers, and others with whom weassociate.4.ESTEEM—The esteem level involves ourfeelings of importance. To satisfy our esteem needs, wemust get a feeling of importance from two sources. First,we must have a feeling of importance that comes fromwithin; this feeling is self-esteem. Second, since self-esteem alone will not satisfy our esteem needs, we mustfeel that other people believe we are important.5.SELF-ACTUALIZATION—Self-actualizationis the full realization of our own potential. Simply stated,that means we know our limits and try to perform, withinthose limits, to our full potential.These five levels of needs are acted out in behaviors.You, as a supervisor with an understanding of theseneeds, can help your people satisfy their needs and bemore successful.INDIVIDUAL WORTHWhat is an individual worth—not in dollars andcents—but to you, to the Navy, and to the personhimself/herself? You, as a petty officer, will have todetermine that through experience. Every person hasdifferent wants and desires and has a different emotionalmakeup. Remember that one trait you cannot change isthe emotional makeup of a person, but you may be ableto influence the person or situation toward a favorableoutcome. If you observe how a person acts, you can oftentell how a person feels. If you observe your personnel,you will be able to help them adjust to almost anysituation.Before you can help your personnel adjust to varioussituations, you must show self-control. That meansholding back an impulse to say or do somethinginappropriate in a situation. Self-control does not meanyou never get angry; it means if you do become angry,you control the emotion so you’ll have a better chance oftaking appropriate action.To be an effective Navy leader, you must believe andtrust in your subordinates' basic worth and ability toperform. The smart leader approaches subordinates withpositive concern for their growth and development.While trusting in their basic worth and ability to performis important, be careful not to set up subordinates forfailure by expecting too much. Have concern for yoursubordinates' limitations, and express your concernopenly and honestly.Our mission in the Navy is to accomplish ourassigned duties—do our job. If your subordinates havepersonal problems, the job will suffer; know whatresources are available to help them overcome theirproblems. Personnel will look up to you with respect andask for your advice when you show interest in theirwelfare.With practice and hard work, you will soon developa knack for knowing the true worth of your people. Youthen can mold them into highly productive Sailors.REVIEW 2 QUESTIONSQ1. What level of human need is described as the needto be liked?Q2. What level of human need is described as the fullrealization of our own potential?SUPERVISORY SKILLSLearning Objectives: Recall the process used totranslate assignments into specific tasks forsubordinates. Recognize the necessity to coordinatematerial and safety requirements. Identify the proceduresfor maintaining qualification records. Identify theelements needed to judge the progress of a job.Recognize the guidelines for giving feedback. Identifyreasons for reporting job progress to immediatesupervisor. Recognize the necessity for processimprovement. Identify the elements used to evaluate acompleted assignment. Recognize reasons for reportingon subordinate performance. Recognize methods toresolve conflicts or differences between subordinates.Leadership and supervision go hand in hand.However, although they are closely related, leadershipand supervision are two separate roles. Leadershipconsists of the personality and skill needed to motivateand influence people to do a job. Supervision is the art of
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